Carvery Law Firm is a boutique law firm located in Toronto, Ontario practicing exclusively
in the area of Workplace Law. Our firm deals with all aspects of the employment relationship
from the creation and implementation of human resource policies, the recruitment ...read more

Sumitha Carvery

Sumitha Carvery is the founder and President of Carvery Law Firm.

Sumitha graduated from the Faculty of Law at Queen’s University and was called to the Ontario
Bar in ...read more

Awards: Author of "New Developments in Employment
Law", which was published, nationally, in the Annual
Review of Civil Litigation.

Contracts: The employment contract is arguably the most important document defining the employment relationship. A poorly drafted employment contract can be costly and disastrous. A well drafted employment contract provides protection to individuals and businesses.
• Contract negotiations ranging from basic employment contracts to executive employment contracts
• Drafting contracts, including executive employment contracts
• Contract interpretation
• Assist in resolving contract disputesHuman Resources: Next to employment contracts, human resource policies are essential in defining the employment relationship: it provides clarity to employees and affords protection to businesses.
• Drafting comprehensive human resource policies in accordance with employment laws of the applicable jurisdiction(s).
• In addition to compliance with applicable laws, our policies are designed to meet a business’s unique needs and workplace colture.Employment standards: Most employees are entitled to basic rights and benefits as outlined in employment standards legislation in each Canadian province. Employers are obligated to comply with the minimum standards outlined in employment standards legislation. Our firm advises on all aspects of the applicable minimum employment standards legislaton in each Canadian jurisdiction and federally, which includes, but is not limited to the following matters:
• Probationary employees
• Wages
• Benefits
• Vacation time
• Vacation pay
• Statutory holidays and holiday pay
• Leaves of Absence, which includes but is not limited to: pregnancy leave, medical leave, bereavement leave, reservist leave.
• Lay-offs
• terminations

Recruitement and Hiring Process: Advise on all aspects of the recruitment and hiring process, including:
• Recruitement and selection
• Interview process
• Extending an offer
• Employment contractsDismissals:
• review and advise on appropriate severance packages
• Advise on "with cause" terminations
• Constructive dismissal
• Dismissals arising from restructuring
• Mass terminationsHuman Rights: Competent advice and representation on all aspects of human rights matters in employment, which includes but is not limited to the following:
• Harassment
• Accommodation in employmentAcessibility in Employment: In Ontario, all businesses with at least one employee must ensure that they comply with the Accessibility for Ontarions with Disabilities Act 2005 S.O. 2005, CHAPTER 11 (“AODA”) and its Regolation. This legislation imposes comprehensive obligations on Ontario businesses and a timeline for compliance. Failure to comply with these obligations within the timeline prescribed can resolt in exorbitant fines. This can be avoided with proper legal advice. Our firm provides comprehensive advice and materials on how to comply with the mandatory requirements outlined in this legislation, which includes, but is not limited to:
• Training seminars on accessibility in employment
• Establishing accessibility policies
• Drafting accessibility plansOccupational Health and Safety: Occupational Health and Safety legislation expects each organization to take an internal responsibility approach to compliance with health and safety in the workplace. This means that both the employer and employee have certain obligations, which must be met. Our firm provides comprehensive legal advice on compliance with the applicable occupational health and safety legislation.